Ed VoelsingOrion International

Military Veterans

In the Energy Industry

Presentation ObjectivesConfirm understanding of critical needs

Overview of Military Candidates

Overview of Military Experience & Training

Overview of competition for candidates

Present topics for discussion and proposed hiring programs

Industry Challenges

Aging workforce Finding skilled workers Building future leadership Diversity and Inclusion Growth in demand, capacity, technology Aging infrastructure adding to workforce

demands

Military by the Numbers160-220,000 service members transition to

civilian careers from the military each yearNation’s second-largest renewable talent

pool after new college graduates every year

Why Hire Military?Outstanding education and trainingHands-on leadership experience in

some of the most difficult conditions in the world

Experience building teams and motivating people

Documented track record of success

Military CultureAccelerated learning curvesTeamworkRespect for process and procedures Integrity Conscious of health and safety standards Mission accomplishment mentalityDiversity & Inclusion

Diversity & InclusionReflective of the US Population

39% Diversity

25% Female*

Multi-ethnic force

Global reach of military exposes service members to many cultures

Junior Military OfficersJunior Military Officers

BS/BA & advanced degreesLeadership and management experience of

20-200 people and millions in equipment4-10 years experienceExcellent candidates for Leadership

Development and Executive Succession Programs

Entry- to mid-level management, project management &individual contributor roles

Senior OfficersBroad Executive-level experienceExtensive Program management &

budgetary experience10-30 years experienceManagement experience with 200-

200,000+ employees

Enlisted & Non-commissioned Officers

Technical & non-technical backgroundsTechnical Training rolesHands-on maintenance, planning &

operational experienceFirst and second-line leadersHR, Financial and Logistics experts2-30 years experience

Navy Power Generation

• Nuclear Power (PWR)

• Conventional (Fossil)– Gas turbines– Oil-fired Steam

boilers– Diesel Generators

• Automation, I & C

• Auxiliary Systems• Industrial Electrical

Systems and Distribution

• Water Chemistry• Chemical/

HAZMAT/Radiological Controls

Gas Turbines & Support

• Gas turbine maintenance,repair & overhaul

• Electrical systems• Electronics,

alarms, monitoring and control systems

• Quality Assurance Programs

• Prime Power (generators & compressors)

• High-pressure, Non-Destruct Testing

• Planned/Predictive Maintenance Programs

Construction Trades & Facilities

• Heavy construction

• Facilities maintenance

• Project management

• Superintendents• Estimators

• Construction trades– Welding

– Electrical

– Carpentry

– Fabrication

– Building Controls

Non-technical Roles• Infantry & other direct combat roles

– Most roles are technical in nature

• Supply Chain & Logistics

• Operations planning & support

• Administrative support– HR Generalists, Career Counselors, Payroll,

Employee Services, Legal, EEO Program Managers

Military Employment Trends• Demographic shift from blue to green

• Many traditional support roles and functions have been outsourced to civilian contractors – Heavy Maintenance & Overhaul

– Facilities Maintenance

– HR & IT

The Nuclear Candidate Pool

Nuclear vessels in 1990 *: 150+Nuclear vessels in 2007**: 80+

*Congressional Budget Office

**Navy Fact File

Competition for Candidates NRC/INPO Manufacturing

Steel Semiconductor

Transportation Railroads Merchant Marine Air Carriers

Oil & Gas Production/Refining

Engineering Consulting Heavy Construction Defense/Aerospace ISO/RTO

*These industries consistently hire the same candidates that are a fit for Power Generation, and many have significant aging workforce issues.

Power GenerationManagers EngineersOperators*Electrical and mechanical/HVAC maintenance

technicians*Chemistry analysts/techniciansTrainers & Instructors

*Military candidates have historically high scores on EEI’s POSS/MASS Tests

Power DistributionLeadership & Project ManagementElectrical and Civil EngineersLine Personnel Testing & Field ServiceControl room operators & supervisorsEmergency services and responseCompliance Auditors

Gas DistributionLeadership & ManagementField ServiceControl room operatorsProject ManagersConstruction ManagersWeldersInspectors & QA Managers

Military TransitionDefined out-dates allow for long-range

recruiting programsContinuous pool allows for year-round

training classesMilitary-paid relocation

Good for 6-12 monthsMost enlisted veterans eligible for GI

Bill

Apprenticeship Training and OJT Alternative way to use VA (GI Bill) education

and training benefits Approved apprenticeship programs allow

veterans to receive GI Bill training pay above initial salary

Up to $825.75/month while training Great way to train & upgrade talent pools

Recommendations Identify the veterans within your organization Determine which positions will be a fit for military

candidates Do your homework

Contact the State DOL for Veterans Affairs Commit to a program or you will lose to the competition

Build training programs appropriate to skill level & accelerated learning curve

Develop tracking metrics and reporting schedule

The Right People on the Bus

Questions?

Contact Information

Ed Voelsing

1-800-872-5002 ext. 155

evoelsing@orioninternational.com